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Skill shortages
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HR Executive Moderator
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Aug 30, 2007 11:48 PDT
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Hi Brian,
I would agree with John about implementing talent retention strategies
rather than 'throwing money' at the problem. Money. although an
important foundation for satisfaction is not an intrinsic motivator (I'm
thinking of the good old Hertzberg theory which indicates that money is
a 'hygiene factor' rather than a motivator)
Things to think about that motivate and therefore develop longer term
engagement with the organisation are - Satisfaction with the work
itself/ getting a sense of achievement from the work Relationships with
the line manager/ supervisor (very important) Personal growth
Advancement (not necessarily to supervisory positions) - some
organisations have a technical advancement route
The Corporate Leadership Council in the US have done some very
interesting studies on the subject. E-mail me if you want a copy of the
article.
Best Regards
Marion Stone
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Original messages
HR Executive Moderator wrote:
Brian, I am in Business Education and thus not connected with artisans.
However, generic retention mechanisms are implemented after job
applicants are employed. Perhaps it would be advantageous to implement
strategies to establish and test commitment of employees before they
are employed. Higher commitment levels would suggest higher retention
and higher performance. There are various ways of doing this and would
take much explanation.
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John.
-----Original Message-----
Subject: HR Executive] Skill shortages
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HR Executive Discussion Forum
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Dear HR Executive Colleagues,
I am interested to know how your organization has dealt with the
significant skills shortage and the huge demand for adequately
qualified
and experienced Millwrights, Fitters and Electricians. What retention
mechanisms have you implemented? A salary / wage increase does not
have the necessary impact as it will simply increase the "price tag"
for an Artisan. Has anyone introduced "skills allowances"? Something
that will be non-permanent but could still prove to be an incentive?
I will appreciate your comments and suggestions.
Regards
Brian J.H. Matthee
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